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Using the mutual gains model as a framework, the purpose of this paper is to explore the important issue of mutuality in employment relationships.

This study uses a sample of 215 New Zealand professionals to assess the relationships between commitment-oriented HRM practice, work intensification, work-life balance (WLB) and task and contextual performance.

The authors find commitment-oriented HRM practice does not intensify the work experiences of professionals, but nor does it contribute positively to the achievement of WLB. Both these well-being types do, however, contribute to explaining professionals’ task and contextual performance outcomes.

The findings suggest current narrow interpretations of well-being need to be revisited, with the meaning of well-being, its measurement and its role in delivering performance outcomes afforded greater attention within HRM studies.

A primary goal of managers is to deliver optimum performance outcomes. For professionals, the research suggests an important means to achieving this is by promoting positive well-being.

This study offers some important insights into the role mutuality plays in influencing performance outcomes. In addition, by exploring two contrasting facets of well-being, one health- and one happiness-related, the authors provide some empirical insights into how employees’ well-being affects performance outcomes.

Environmental degradation, economic and political threats along with ideological extremism necessitate a global redirection toward sustainability and well-being. Since the survival of all species (humans, animals, and plants) is wholly dependent on a healthy planet, urgent action at the highest levels to address large-scale interconnected problems is needed to counter the thinking that perpetuates the “folly of a limitless world.” Paralleling critical societal roles played by universities – ancient, medieval, and modern – throughout the millennia, this chapter calls for all universities and higher education institutions (HEIs) generally – estimated at over 28,000 – to take a lead together in tackling the pressing complex and intractable challenges that face us. There are about 250 million students in tertiary education worldwide rising to about 600 million by 2040. Time is not on our side. While much of the groundwork has been done by the United Nations (UN) and civil society, concerns remain over the variable support given to the UN-2030 Sustainable Development Goals (SDGs), especially in light of the negative impact of global biodiversity loss on achieving the UN-2030 SDGs. Ten propositions for global sustainability, ranging from adopting the SDGs at national and local levels to ensuring peaceful uses of technology and UN reforms in line with global socioeconomic shifts, are provided for consideration by decisionmakers. Proposition #7 calls for the unifying One Health & Well-Being (OHWB) concept to become the cornerstone of our educational systems as well as societal institutions and to underpin the UN-2030 SDGs. Recognizing the need to change our worldview (belief systems) from human-centrism to eco-centrism, and re-building of trust in our institutions, the chapter argues for the re-conceptualization of the university/higher education purpose and scope focusing on the development of an interconnected ecological knowledge system with a concern for the whole Earth – and beyond. The 2019 novel coronavirus has made clear that the challenges facing our world cannot be solved by individual nations alone and that there is an urgency to committing to shared global values that reflect the OHWB concept and approach. By drawing on our collective experience and expertise informed by the UN-2030 SDGs, we will be in a much stronger position to shape and strengthen multilateral strategies to achieve the UN-2030 Transformative Vision – “ending poverty, hunger, inequality and protecting the Earth’s natural resources,” and thereby helping “to save the world from itself.”

The purpose of this paper is to evaluate a leadership program in a way that captures leadership self-efficacy, political skills (PS) and resilience in the form of indicators of health and well-being that would have relevance for leadership roles in turbulent organizations.

The design was quasi-experimental with pre- and post-measurement with unequal controls. Measurement was made through a mail survey before and after the leadership development program. n=107.

Program participants differed from the control group in the post-measurement in that they reported higher levels on leadership self-efficacy and had better health compared to a year earlier.

Concepts like leadership self-efficacy, PS and measures of health and well-being can be used to operationalize and measure broad and contextually relevant outcomes of leadership development.

Evaluation of leadership development can benefit from including these more psychologically relevant and generic outcomes.

The study illustrates how psychologically based concepts can help to elucidate key outcomes of leadership development that can be critical for meeting the challenges in the turbulent and fluid work situation managers currently meet.

Female physicians have less influence over their daily work conditions and exhibit slower career advancement as compared to their male colleagues. The aim of this study is to assess the impact on individual and organizational well being from different kinds of management programs. Female physicians participating in management intervention programs were compared with a reference group of matched physicians and sickness absenteeism was significantly lower in the intervention group. No significant differences were found between the groups with regard to career advancement, individual, organizational and professional well being. Health care organizations spend a substantial amount of resources on management programs in order to improve leadership, autonomy and the work‐environment of physicians in times of increasing discontent among this key group of health care employees. Our study indicates some beneficial health effects from structured management programs but there is a need to develop and assess the efficacy of these programs further.

More tailored interventions and campaigns are needed to increase fruit and vegetable consumption to recommended levels. The purpose of this paper is to explore which consumer groups exist based on both their fruit and vegetable consumption level and their health-related motive orientations (HRMO), and to compare the revealed consumer clusters regarding their fruit and vegetable product attribute importance.

In the Netherlands an online panel survey was carried out resulting in 1,296 respondents. The clusters based on HRMO and fruit and vegetable intake are profiled with respect to demographics and product attribute importance.

Cluster analysis revealed six homogeneous consumer clusters with different HRMO and fruit and vegetable consumption levels. In addition, these clusters show a different socio-demographic profile and differ in their importance ratings of fruit and vegetable product attributes.

The results show that health is a multidimensional construct suggesting that there is a need for addressing health in interventions and campaigns in a more tailored approach.

This study shows that the combination of both usage- and psychographic segmentation variables provide valuable and interesting information that give insights in addressing different target groups. Moreover, this study elaborates on previous research by showing that health is a multidimensional construct and that Dutch consumers differ in their HRMO.

This case study provides students/managers an opportunity to learn about:▪ Learning objective 1: Critically analyse reasons for the disgruntlement of delivery partners of Zomato.▪ Learning objective 2: Evaluate Zomato’s moral obligations to gig workers in the absence of government regulations.▪ Learning objective 3: Analyse the drivers of well-being affecting e-commerce delivery partners.▪ Learning objective 4: Evaluate the welfare schemes undertaken by Zomato for its delivery partners and infer well-being measures that can be adopted to improve worker engagement.

The focus of this case was the crisis at Zomato as a result of the protests by gig workers engaged as delivery partners at the company. This case discussed the CEO’s dilemma in resolving the crisis. Zomato's business model was discussed to provide students an overview of the dynamics and challenges of online food delivery business; the company’s initiatives to enhance the robustness of its business model and the resulting media backlash questioning some of these initiatives that could endanger the lives of its delivery partners. In addition, this case explored the lack of regulatory provisions for gig workers in India. Finally, the options available to the protagonist to mitigate the crisis were discussed. The focal point was the well-being initiatives that the protagonist could consider implementing to address the concerns voiced by the delivery partners and encourage them to engage in Zomato's business with positivity.

The case is best suited for postgraduate and executive students studying Human Resources subjects in Commerce and Business Management streams.

Teaching notes are available for educators only.

CSS 6: Human Resource Management.

In this chapter, we draw on our study involving interviews with Australians who identify as current self-trackers to discuss why and how they monitor themselves. Our approach for analysing self-tracking practices is based on a sociomaterial perspective, viewing enactments of voluntary self-tracking as shifting heterogeneous assemblages, bringing together diverse actors who are both human and non-human. We use vignettes to illustrate the ways in which our participants enacted self-tracking and to identify some of the diverse meanings and motivations that mediate decisions to self-track and resultant uses of the information thus generated. We found that a varied range of self-tracking practices were taken up by our interviewees, including not only digital devices and methods, but also recording their details using pen-and-paper, or simply maintaining mental awareness and using memory. We identified several agential capacities in our participants’ accounts of why and how they monitor themselves. These capacities are interrelated, but can be loosely grouped under the headings of ‘self-improvement’, ‘exerting control’ and ‘identifying patterns and achieving goals’. They are motivators and facilitators of monitoring practices. The broader sociocultural contexts in which monitoring of the body/self is undertaken were also revealed in the participants’ accounts. These include ideas about the moral virtues of self-responsibility and the individual management of life circumstances to avoid chaos and risk, and the notion that monitoring practices can successfully achieve these virtues.

What motivates employees to show concern for their team or in-group members, and why is it vital to prefer teamwork and receive support from co-workers at the workplace? Given the significance of social relations in the workplace and drawing from social exchange theory, the present study seeks to examine the association between personal interaction with concern for team members by identifying preference for teamwork and co-worker support (CWS) mediating the relationship.

The data of 261 collected from employees working in varying public and private sector Indian enterprises were analyzed using confirmatory factor analysis, Structural Equation Modelling (SEM) and Hayes PROCESS macro to investigate the multiple mediation analysis.

The findings showed a positive relationship between personal interaction and concern for the team member, which elaborates that increasing personal interaction among employees tends to display concern for their team members. Moreover, teamwork preference and CWS mediated the relationship, demonstrating that preferring teamwork and receiving support from co-workers, the propensity to concern for team members is influenced by personal interaction.

This research pinpoints how personal interaction among members may develop a feeling of belongingness, leading to concern for their team members. With the inclusion of employees in teamwork and creating a cordial work environment, employees prefer working in groups and teams; they may feel responsible for their group and its members, ultimately helping improve the organization's human capital.

This study contributes to the employee and organizational development by unveiling how employees may develop cordial social relationships through personal interaction, preferring teamwork and CWS.

In Sweden, the care of older people and people with disabilities is increasingly carried out by informal carers, often family members, who are unpaid and outside a professional or formal framework. While there is an increasing awareness of the role of carers within service systems and their own needs for support, their involvement in research is underexplored. The purpose of this paper is to explore carers’ views and experiences of involvement in research and development (R&D) work.

A qualitative study was conducted, consisting of 12 individual interviews with carers from different local Swedish carer organizations.

Core findings included carers’ discussions of the perceived challenges and benefits of their involvement in research, both generally and more specifically, in the context of their involvement in the development of a national carer strategy.

Limitations included the relative lack of male carer participants and the convenience sample.

Authentic carer involvement in research demands a high level of engagement from researchers during the entire research process. The provided CRAC framework, with reference to the themes community, reciprocity, advocacy and circumstantiality, may help researchers to understand and interpret carer involvement in research and provide the prerequisites for their involvement.

There is a dearth of studies that systematically examine carer involvement in research. This paper attempts to redress this gap by providing a nuanced analysis of carer involvement in R&D work from the perspective of carers themselves.